Woodworking Industry Conference (WIC) Code of Conduct
WMIA and WMMA are dedicated to ensuring that WIC is a pleasant event experience for attendees. All participants including, but not limited to, attendees, WMIA and WMMA staff, speakers, volunteers, sponsors, and others are expected to adhere to the WIC Code of Conduct. This Policy applies to WIC each year.
Alcohol & Drug Use
In the current legislative environment, marijuana use is legal in many states. However, inappropriate behavior related to the possession, distribution, or use of controlled substances, even if the use of such substance(s) is legal under state law, will not be allowed at any WIC.
Many WIC events serve both alcoholic and non-alcoholic beverages. WMIA and WMMA expect participants at these events to drink responsibly. Both associations and/or the hosting event staff have the right to deny service to participants for any reason, and may require a participant to leave the event.
To the extent consistent with and permitted by applicable law, the possession of firearms or other weapons at any WIC event are not allowed.
WMIA and WMMA have zero-tolerance for any form of discrimination or harassment including, but not limited to, sexual harassment by participants at any WIC event. This includes:
- Harassment, intimidation, or discrimination of any form.
- Physical or verbal abuse of any attendee, WMIA or WMMA staff member, speaker, volunteer, exhibitor, hosting event staff, or other meeting guest.
- Unacceptable behaviors include, but are not limited to comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, national origin, inappropriate use of nudity and/or sexual images in public spaces or in presentations, or deliberate intimidation, unwanted photography/recording, threatening, or stalking of any attendee, WMIA or WMMA staff, speaker, volunteer, sponsor, hosting event staff, or other meeting guest.
Please bear in mind, however, that “anti-harassment” statutes are directed toward any form of unlawful harassment experienced by employees that is based on a legally protected category, such as gender, disability, race, religion or other statutory classification. Because neither WMIA nor WMMA has an employment relationship with their members, volunteers, exhibitors, attendees, sponsors or employees or any of them, their ability to remedy harassment may be limited or even non-existent.
Enforcement & Reporting
- Participants asked to stop any harassing behavior(s) are expected to comply immediately.
- WMIA and WMMA reserve the right to take any action deemed necessary and appropriate, including immediate removal from the meeting without warning or refund, in response to any incident or unacceptable behavior, and both WMIA and WMMA reserve the right to prohibit attendance at any future meeting.
- If you experience harassment or hear of any incidents of unacceptable behavior, WMIA and WMMA ask that you contact a staff member, who can be identified by the “staff” ribbon on their badge, and ask for Larry Hoffer, WMIA President and CEO, or Fred Stringfellow, WMMA CEO, so that appropriate action can be taken. If neither Mr. Hoffer or Mr. Stringfellow is available, ask for the current WMIA Chairman of the Board or WMMA President.
- Please be aware, however, that, because WMIA and WMMA are not law enforcement agencies or governmental agencies with the statutory right to investigate, compel cooperation, testimony, or the production of evidence, and have no authority to enforce the law or compel behavior, their ability to enforce this policy may be limited or even non-existent.
- Also be aware that neither WMIA nor WMMA has any power whatever to prevent any person accused of unlawful or improper behavior and who believes such action has caused him or her legal harm to institute potential legal action against the person he or she believes has caused the harm.
Reporting: Internal Procedures for Staff
1. Any member of staff can issue a verbal warning to a participant that their behavior violates the event’s Code of Conduct. Warnings should be reported to the respective CEO as soon as possible and include: Identifying information (name of participant), time the warning was issued, behavior that was in violation, approximate time of behavior (if at a different time than the warning), circumstances surrounding the incident, and other people involved in the incident (including witnesses, if any). Verbal or oral warnings and reports should be reduced to writing as soon as practicable after their occurrence so that a record may be made and kept.
i. When taking a personal report, staff should find a space that is safe and that cannot be overheard. Recommended that one other staff member or WMIA/WMMA Board member be present as a witness to the report. Staff will not ask the individual to confront anyone and the individual’s identity will remain with event staff only. However, neither WMIA nor WMMA may be able to guarantee confidentiality or anonymity to a complainant or witness.
ii. If at all possible, staff should also interview any witnesses and give the accused an opportunity to respond to the charge.
a. Presentations or similar events should not be stopped for one-time gaffes or minor problems, although a staff member should speak to the presenter afterwards. However, staff should take immediate action to politely and calmly stop any presentation or event that repeatedly (two or more occasions) or seriously violates the Event Code of Conduct.
a. A participant may be expelled for any of the following:
i. A second offense resulting in a warning from staff;
ii. Continuation of the offensive behavior after being directed with “No” or “Stop” instructions;
iii. A pattern (two or more incidents) of offensive behavior, with or without warnings;
iv. A single serious offense (e.g., punching, groping, exposing oneself to
another, use of hate speech or speech tending to incite violence); or
v. A single intentional offense (e.g., taking up-skirt photo).